This week, you will be submitting the final version of each of your peer reviewed diagrams and summaries from Weeks 2, 3, and 4. This portfolio should include the following:Week 2 Application with Pee

Opportunity Consultant Inc. Club

Deborah Melvin

Walden University

Schools act as opportunities for students to grow their thinking as well as their skills. The academic institutions provide opportunities and avenues for students to practically show their skills and abilities to work in the real world. For instance students of business are given the opportunity to show their marketing skills by working with local businesses and firms. Some of them act as consultants or business researchers through different clubs. These students tend work very hard to impress their clients so as to get recommended and accepted in the business field. They work hard in hard with their schools as the school also gets recommendation for the provision of quality education and practical skills for their students. However the performance of these clubs should reflect the high quality skills being taught in the schools. Clients should be able to comment on the performance and service delivery of the club members (Robinson, 2013).

Darden Graduate Business School has a student clubs Opportunity Consultant Inc. (OCI). This club is run by a five member leadership. However, there have been a lot of problems facing this club. There has been poor performance by this club and its quality of service is not pleasing to the clients. The local business and the nonprofits in Charlottesville have been complaining of the performance of the Opportunity Consultants Inc. in the school. The club has been accused of very low quality performance and this is hurting the school’s reputation.

Poor management might be one of the factors leading to the poor performance of the club. If the management of the club is not concerned on the performance of the club members, then definitely the performance of the club will be of low quality. Another factor contributing to the poor performance of the club is poor strategic planning. The club seems not to have a well stipulated strategic plan which might be of help to the club (Verlander, 2012). For instance, the clubs is focused in cheap and fast delivery of service, but the service is not of a recommendable quality. Another factor contributing to the to the poor results of the OCI clubs might be the level of unwillingness of the club members to do a market research and identify customer preferences and the changing market trends. This might be the reason as to why the clients are feeling unsatisfied with the services given.

The team had some ideas of improving this situation which was proving to be difficult. These ideas are aimed at improving the clubs performance from a low performance to high performance team. Reducing the number of members will increase productivity according to the team’s turnaround ideas. Having a large membership will only complicate things as some members might not be willing to work as they will be looking at some of the members in the OCI club. If I would be consulting with OCI, I would advise the management to always put the views of the client first. I would also advise the marketing department to always do an intensive market research on the customer’s preferences to point out what customers need and what they do not need (Robinson, 2013). This way the OCI club will improve and succeed in its service delivery to its clients.

5-Whys

The performance of OCI is very important in ensuring that the members prove to the community and the local business that they can really offer better services of high quality (Verlander, 2012). This will also give a good picture to the school of business and will make the community have trust in the training of the students and the working of the OCI club. The five whys will be a guideline to improving performance of the club.

Why

The solution for these problems is for the management to consider a limited membership that wills contain willing members who will work hard to deliver best results for the clients. The satisfaction of the clients depends on the willingness of the members and so, the management still needs to train its members on the importance of working hard to the expectation of the clients. The OCI club needs to set up new rules which will guide the members in their performance. This way the performance of the club will improve and there will be no more complains from the clients (Davis, 2010).

An explanation

The five whys is an explanation to the problems facing the OCI club. These explanations expose the various problems the club faces. The five whys will really aid the club improve on the areas pointed out. If the club gets to know the root cause of a problem, then it is always very easy to deal with the problem. The five whys in the tree diagram show the cause of the problem and how one problem creates another problem (Verlander, 2012). The five whys explain the reason for the poor performance and the hindrances to high quality performance within the clubs.

The first why focuses on the client’s unwillingness to pay for the services given. This is probably because of the dissatisfaction of the services given. The second why tries to explain the reason for the poor service. This is because of the unwillingness of the members of the club to work hard so as to deliver high quality service. The third why explains the reason behind the club members not working hard. This is probably because of the high number of members, thus making some members not to work as they may feel as the only members who work within the club. This creates negative competition in the club which makes the clubs performance low. The forth why asks the reason as why there are many members in the club. Having many members is seen as a big trouble for the club as most of the members are unwilling to work. The fifth why explains the reason the huge membership (Robinson, 2013). The management of the club is seen to recruit more members ass thus its acting as the main cause of the huge membership.

References

Davis, T. (2010). Seeking New Possibilities? Be a Search Consultant! Bloomington, IN: Xlibris Corporation.

Robinson, K. E. (2013). Evaluation of Succession Planning to Improve Court Employees' Career Development Opportunities: An Evolutionary Concept Whose Time Is Now!Dorrance Publishing.

Verlander, E. G. (2012). The Practice of Professional Consulting. John Wiley & Sons.